The Charity Worker visa is a UK immigration route that enables overseas nationals to come to the UK to undertake temporary voluntary work for a licensed charity. It is part of the Temporary Work visa category and is specifically designed for unpaid roles that make a direct contribution to charitable objectives.
For UK charities and HR professionals, understanding how this visa operates is critical when planning international recruitment for short-term projects or volunteer support. Unlike employment-based visas, the Charity Worker visa cannot be used for paid work and is therefore limited to certain types of activities. Nonetheless, it is an important route for charities that rely on overseas volunteers for specialist skills, cultural exchange, or project-based contributions.
What this article is about: This guide explains the key features of the Charity Worker visa from the perspective of UK employers and sponsoring charities. It covers eligibility criteria, permitted activities, sponsorship and compliance duties, the visa application process, costs, risks of non-compliance, and future planning considerations. HR directors, trustees, and managers of charitable organisations will find practical insights into how to make lawful and effective use of the route while maintaining full compliance with UK immigration rules.
Section A: Understanding the Charity Worker Visa
The Charity Worker visa is a specific sub-category within the UK’s Temporary Work routes. It has been designed for overseas nationals who wish to undertake temporary, unpaid voluntary work that directly supports the charitable objectives of a UK-registered charity. Unlike other visa categories that permit employment, this route is deliberately restricted to unpaid roles in order to ensure its integrity and to prevent misuse for low-cost labour.
1. What is the Charity Worker Visa?
The Charity Worker visa allows individuals to come to the UK for a fixed, short-term period to carry out voluntary work for a charity that holds a valid sponsor licence issued by UK Visas and Immigration (UKVI). The key point is that this work must be unpaid, although workers may be provided with accommodation or reasonable expenses to cover subsistence costs.
The visa does not provide a pathway to permanent settlement in the UK and is not suitable for individuals seeking paid employment. Instead, it enables charitable organisations to bring in overseas volunteers where their contribution supports projects that are charitable in nature, such as humanitarian relief, educational programmes, conservation work, or faith-based community support.
2. Key Eligibility Requirements
For the worker:
- The applicant must have a confirmed voluntary role with a UK-licensed charity.
- The role must be unpaid and must directly contribute to the charity’s objectives.
- The worker must be able to demonstrate they will leave the UK at the end of the visa period.
- Evidence of financial means may be required, unless the charity certifies maintenance on the Certificate of Sponsorship. Any dependants must evidence their own maintenance and will need to pay the Immigration Health Surcharge (IHS).
For the sponsoring charity:
- The organisation must hold a valid Temporary Worker – Charity Worker sponsor licence.
- The role being offered must be genuine, voluntary, and in line with charitable purposes.
- The charity must be able to comply with sponsor duties, including record-keeping and reporting to UKVI.
3. Permitted Activities
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Permitted:
- Undertaking the voluntary role outlined in the Certificate of Sponsorship.
- Engaging in activities that support the charity’s functions and objectives.
- Participating in training directly connected to the role.
Restrictions:
- No paid work in any form.
- No roles outside the sponsoring charity, unless incidental and unpaid.
- No access to public funds.
These restrictions are tightly policed to ensure the visa is not used as a substitute for paid employment routes.
4. Duration of Stay
The maximum duration of a Charity Worker visa is 12 months or the time stated on the Certificate of Sponsorship plus 14 days, whichever is shorter. Extensions are generally not permitted beyond the 12‑month limit, meaning charities and HR teams must plan their project timelines carefully. Once the visa expires, the worker is expected to leave the UK unless they successfully switch into a different visa category (where permitted from abroad).
Section A Summary
The Charity Worker visa provides a lawful mechanism for UK charities to bring in overseas volunteers for unpaid, short‑term projects. Workers must meet strict eligibility requirements, the role must be genuinely charitable, and the visa is limited to 12 months. No paid work or public funds are permitted, and the sponsoring organisation must hold a valid licence. Understanding these rules is essential for charities to avoid compliance breaches and to ensure that international volunteers can contribute lawfully to their operations.
Section B: Sponsor Duties and Employer Compliance
For a charity to lawfully sponsor overseas nationals under the Charity Worker visa, it must hold a valid Temporary Worker – Charity Worker sponsor licence. Obtaining and maintaining this licence carries a number of responsibilities that fall primarily on HR directors, trustees, and managers. UKVI places strict emphasis on compliance, as the system relies on sponsors to safeguard immigration control and ensure that visa conditions are being met.
1. Sponsorship Requirements for Charities
To qualify as a sponsor, a charity must:
- Be a genuine organisation operating lawfully in the UK.
- Hold charitable status or be registered with the appropriate regulator.
- Demonstrate that it has systems in place to comply with sponsorship duties.
- Show that the role offered is voluntary, unpaid, and directly contributes to charitable objectives.
The charity must apply for a Temporary Worker sponsor licence from UKVI and pay the relevant fee. Once approved, it will have access to the Sponsor Management System (SMS) to assign Certificates of Sponsorship (CoS) to overseas volunteers. Only charities with an active licence are permitted to assign CoS.
2. HR Responsibilities
Day-to-day HR responsibilities under sponsorship include:
- Right to Work checks: Before the worker starts, the charity must check and record their right to work using prescribed Home Office procedures.
- Record-keeping: Maintain up-to-date copies of workers’ passports, visas, contact details, and evidence of their role.
- Monitoring: Track attendance and performance to ensure workers are engaged only in the sponsored role.
- Reporting: Notify UKVI of significant changes, such as early termination of the role, non-attendance, or breach of visa conditions.
These requirements apply regardless of the size of the charity. Even smaller organisations must have clear HR processes in place if they are to retain their licence.
3. Risks of Non-Compliance
Non-compliance with sponsorship duties can have serious consequences, including:
- Downgrading, suspension, or revocation of the sponsor licence.
- Civil penalties for employing a worker illegally.
- Loss of the ability to bring in overseas volunteers in future.
- Damage to the organisation’s reputation and funding opportunities.
From an HR perspective, failure to comply can also create significant operational disruption. If a licence is revoked, any workers sponsored under it will have their visas curtailed, forcing them to leave the UK. This can jeopardise projects and undermine trust with donors and stakeholders.
4. Supporting Employees
Beyond compliance, charities should adopt best practice in supporting international volunteers. This may include:
- Providing induction and training tailored to the role.
- Offering accommodation or subsistence support where appropriate.
- Ensuring workers understand UK laws, cultural expectations, and safeguarding rules.
- Maintaining open communication to resolve any issues promptly.
These steps not only promote compliance but also help to maximise the value of overseas volunteers by ensuring they can contribute effectively to the charity’s objectives.
Section B Summary
Charities sponsoring overseas workers must comply with strict legal and HR obligations. From securing a sponsor licence to conducting Right to Work checks, record-keeping, and reporting, compliance is non-negotiable. The risks of failing to meet these duties are severe, with potential loss of the licence and penalties for the organisation. HR leaders must therefore build robust compliance systems while also providing practical support to international volunteers to ensure both legal compliance and positive outcomes for projects.
Section C: Application Process
The process of securing a Charity Worker visa requires careful coordination between the sponsoring charity and the applicant. While the charity is responsible for assigning the Certificate of Sponsorship (CoS), the applicant must complete the visa application with accurate documentation. Errors at either stage can lead to refusals, delays, or compliance risks for the sponsor.
1. Certificate of Sponsorship
The process begins with the charity assigning a Certificate of Sponsorship (CoS) through the Sponsor Management System (SMS). A CoS is not a physical document but an electronic record containing details of the voluntary role, the charity, and the worker.
The CoS must include:
- The details of the charitable role.
- Confirmation that the work is unpaid.
- Whether the charity is certifying maintenance (i.e. providing accommodation or financial support).
A CoS is valid for three months and must be used by the worker to apply for their visa within this timeframe.
2. Visa Application Steps
Once the CoS has been assigned, the applicant must:
- Complete the online application form for a Temporary Work – Charity Worker visa.
- Pay the application fee.
- Provide biometric information (fingerprints and photograph) at a visa application centre, or through the UK Immigration: ID Check app where eligible.
- Submit supporting documents, typically including a valid passport, proof of financial means (unless certified by sponsor), and the CoS reference number.
Processing times are usually around three weeks for applications made outside the UK, although priority services may be available at additional cost.
3. Costs and Fees
The Charity Worker visa has a relatively low application fee compared with other routes, reflecting its temporary and unpaid nature. At present:
- Application fee: £298.
- Immigration Health Surcharge (IHS): Charity Worker visa applicants themselves are exempt. However, dependants must pay the IHS to access the NHS during their stay.
- Sponsor licence fee: Paid by the charity when applying for the sponsor licence, currently £536 for small or charitable organisations.
It is important for HR teams to budget for both the sponsor’s compliance costs and the worker’s visa application expenses.
4. Common Pitfalls
Refusals and delays most often arise due to:
- Errors or inconsistencies in the Certificate of Sponsorship.
- Failure to provide sufficient supporting documentation.
- Applying after the CoS has expired.
- Misunderstanding the unpaid nature of the role (for example, where the role is structured to resemble employment).
To minimise risk, charities should carefully prepare documentation, train HR staff on the process, and consider seeking legal advice where appropriate.
Section C Summary
The Charity Worker visa application process requires both the charity and the applicant to fulfil their responsibilities accurately. The sponsor must assign a compliant CoS, while the applicant must apply online with full supporting evidence. Costs are relatively low, and the Immigration Health Surcharge does not apply to the main applicant, making this a cost-effective route for charities. However, HR teams must remain vigilant to avoid common errors that can lead to refusals or undermine compliance.
Section D: Future Planning and Alternatives
While the Charity Worker visa provides an important mechanism for bringing overseas volunteers to the UK, it is a strictly temporary route. HR leaders and trustees must therefore plan carefully for the eventual departure of workers, and consider whether alternative immigration routes may be more appropriate for longer-term needs.
1. Switching to Other Routes
In most cases, holders of a Charity Worker visa cannot switch into other immigration categories from within the UK. If they wish to remain beyond the permitted 12 months, they must usually leave the UK and apply from abroad under a different visa route.
Some individuals may be eligible to apply under other categories, such as the Skilled Worker visa, Global Talent visa, or Student visa, depending on their circumstances. However, these routes have stricter requirements, such as minimum salary thresholds, skill levels, or endorsements. HR teams should manage expectations from the outset and make clear that the Charity Worker visa is not a pathway to settlement.
2. Planning for Project End
When a voluntary placement ends, charities have duties both under immigration law and from an HR governance perspective. Key considerations include:
- Reporting obligations: The charity must notify UKVI if the worker leaves earlier than expected or fails to attend.
- Exit arrangements: HR teams should ensure the worker’s departure is well managed, including accommodation arrangements, return travel where appropriate, and safeguarding.
- Record-keeping: Retain full records of the role, attendance, and compliance to demonstrate adherence to sponsor duties.
Failure to manage these exit processes properly can raise compliance issues and affect the charity’s ability to sponsor in future.
3. Alternatives to the Charity Worker Visa
Where the Charity Worker visa does not fit organisational needs, charities may wish to consider other immigration options. For example:
- Skilled Worker visa: Where a paid role meets the salary and skill thresholds and the charity holds the relevant sponsor licence.
- Temporary Worker – Creative Worker visa: For artists and performers working on charitable projects.
- Volunteer arrangements without sponsorship: Overseas nationals already lawfully in the UK under another visa (e.g. student or dependent visas) may volunteer for charities without requiring a separate visa, provided they comply with their visa conditions.
HR teams should assess which route is most appropriate depending on the role, project objectives, and the individual’s circumstances.
4. Strategic Considerations for Charities
From a governance perspective, HR leaders should treat the Charity Worker visa as one tool within a broader workforce strategy. Planning should take into account:
- Forecasting project timelines against the 12-month visa limit.
- Building internal compliance systems to reduce reliance on individual knowledge.
- Training staff on sponsor duties and immigration risks.
- Reviewing alternative recruitment strategies, including developing local volunteer capacity where overseas recruitment is not sustainable.
Charities that approach the route strategically are better able to avoid compliance risks and ensure continuity in delivering their charitable objectives.
Section D Summary
The Charity Worker visa is a valuable but temporary option for UK charities. It cannot lead directly to settlement, and switching into other routes is limited. HR teams must plan carefully for the visa’s expiry, manage exit obligations, and consider whether alternative routes may be more suitable for long-term projects. By embedding compliance and strategic workforce planning, charities can make the most effective use of the route while safeguarding their ability to sponsor in future.
FAQs
Can a Charity Worker visa holder bring dependants?
Yes, dependants (partner and children under 18) can apply to join the main applicant in the UK. Each dependant must submit a separate application, pay the application fee, and pay the Immigration Health Surcharge (IHS), even though the main applicant is exempt. While the visa holder cannot work in paid employment, dependants are permitted to work and study in the UK, subject to restrictions.
How long does the visa take to process?
Standard processing times are usually around three weeks for applications submitted outside the UK. Priority services may be available at additional cost, reducing the decision time. Sponsors and HR managers should build sufficient time into project planning to avoid disruption.
Can charity workers switch to a paid role in the UK?
No, the Charity Worker visa does not permit paid employment. Switching into a paid work visa from inside the UK is generally not possible. If a worker later qualifies for a Skilled Worker or other employment-based visa, they must normally apply from outside the UK.
What happens if a sponsor loses its licence?
If a charity’s sponsor licence is revoked, any workers sponsored under that licence will have their visas curtailed, usually to 60 days. The worker must either secure a new sponsor or leave the UK. For the charity, this means projects may be disrupted and reputational risks increased. Maintaining compliance is therefore essential to safeguard both the charity and the workers it sponsors.
Is there a maximum number of volunteers a charity can sponsor?
There is no set cap, but each role must be genuine, unpaid, and justified. UKVI may scrutinise charities that sponsor large numbers of overseas workers to ensure the visa is not being misused.
Can charity workers study while in the UK?
Yes, they may study in the UK provided this does not interfere with their voluntary role and they continue to comply fully with their visa conditions.
Conclusion
The Charity Worker visa is a targeted immigration route designed to enable UK-registered charities to benefit from overseas volunteers on a temporary basis. For HR directors and trustees, the route offers an opportunity to access international skills and commitment for short-term charitable projects, while avoiding the higher costs and requirements of employment-based visas.
However, the visa carries strict conditions. Workers must undertake unpaid roles only, remain in the UK for a maximum of 12 months, and cannot switch into other employment categories from within the country. Sponsors are subject to rigorous compliance duties, including monitoring, record-keeping, and reporting, with serious consequences for any failure to meet these obligations.
For employers, the key is to approach the route strategically: plan projects carefully within the time limits, ensure robust HR systems are in place to meet sponsor duties, and consider whether alternative routes may be more suitable for long-term or paid positions. By combining compliance with effective workforce planning, charities can maximise the benefit of this visa route while protecting their organisation against immigration risks.
Glossary
| Term | Definition |
|---|---|
| Charity Worker visa | A UK Temporary Work visa allowing overseas nationals to undertake unpaid voluntary roles for a licensed charity for up to 12 months. |
| Temporary Work routes | A category of UK visas permitting short-term work in specific sectors, including charity, creative, religious, and government exchange roles. |
| Certificate of Sponsorship (CoS) | An electronic record assigned by a licensed sponsor confirming the details of the voluntary role and enabling the applicant to apply for their visa. |
| Sponsor licence | Authorisation issued by UKVI that allows a charity or organisation to sponsor overseas workers or volunteers. |
| UKVI | UK Visas and Immigration, the Home Office division responsible for managing the UK’s visa system and sponsorship compliance. |
| Right to Work checks | Legal checks employers must carry out to verify a worker or volunteer’s immigration status before they begin their role. |
| Immigration Health Surcharge (IHS) | A fee normally payable by visa applicants for access to the UK’s National Health Service, which is not required for Charity Worker visa holders, though dependants must pay it. |
Useful Links
| Resource | Link |
|---|---|
| GOV.UK – Temporary Work: Charity Worker visa | https://www.gov.uk/charity-worker-visa |
| GOV.UK – Sponsor a Charity Worker (licence guidance) | https://www.gov.uk/uk-charity-worker-visa/sponsor |
| GOV.UK – Sponsor Management System guidance | https://www.gov.uk/sponsor-management-system |
| GOV.UK – Register of licensed sponsors | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers |
| DavidsonMorris – Charity Worker visa guidance | https://www.davidsonmorris.com/charity-visa-uk/ |
| Xpats.io – Charity Worker visa guidance | https://www.xpats.io/charity-visa-uk/ |
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.
